Firdaushafa, Afina (2020) Penilaian Kinerja Karyawan Pabrikasi dengan Metode Behaviorally Anchored Rating Scale. Sarjana thesis, Universitas Brawijaya.
Abstract
Pabrik Gula Kebon Agung merupakan perusahaan yang terletak di Kabupaten Malang yang bergerak di bidang produksi gula. Proses bisnis perusahaan dilakukan oleh 716 karyawan, dimana bagian pabrikasi merupakan bagian yang bertanggung jawab secara langsung dalam produksi gula. Karyawan perusahaan terbagi menjadi karyawan tetap dan karyawan tidak tetap. Karyawan tetap merupakan karyawan yang hubungan kerjanya tidak memiliki batas waktu dan karyawan tidak tetap merupakan karyawan yang hubungan kerjanya memiliki batas waktu. Karyawan tidak tetap terbagi kembali menjadi karyawan musiman yang bertanggung jawab terkait dengan bahan baku, karyawan kampanye yang bekerja hanya saat masa giling, dan karyawan harian lepas yang kontrak kerjanya per-hari. Dalam menentukan kenaikan upah, perusahaan menggunakan penilaian kinerja. Penilaian ini terdiri dari 8 kriteria dan digunakan untuk menilai karyawan yang berada di lower level management pada seluruh bagian di perusahaan, dimana pada bagian pabrikasi, karyawan yang termasuk tingkatan tersebut adalah koordinator proses, mandor, mekanik, dan operator. Penilaian yang saat ini digunakan, diindikasikan belum dilakukan secara maksimal sebab terdapat perbedaan hasil kinerja produktivitas perusahaan di bagian pabrikasi dengan hasil penilaian kinerja karyawan pada bagian tersebut. Selain itu, adanya standar yang belum jelas penilai sehingga terdapat hasil penilaian yang sifatnya ambigu. Pabrik Gula Kebon Agung sendiri belum memiliki uraian job description dan job specification tertulis dari jabatan koordinator proses, mandor, mekanik, dan operator. Berdasarkan kondisi tersebut, job analysis dilakukan untuk mengetahui uraian tugas dan spesifikasi dari jabatan koordinator proses, mandor, mekanik, dan operator. Hasil job analysis ini kemudian dikembangkan untuk menentukan critical incident yang akan digunakan sebagai acuan dalam merumuskan kriteria penilaian kinerja. Kompetensi Dessler, behavior, dan Spencer menjadi literatur untuk menentukan subkriteria penilaian dengan mengelompokkannya ke dalam kriteria yang ada pada kamus kompetensi Spencer yang terdiri dari cognitive, achievement and action, leading, helping and human service¸ managerial, dan personal effectiveness. Pengelompokan ini dilakukan untuk mempermudah proses pembobotan dengan menggunakan Analytical Hierarchy Process (AHP) lalu penilaian kinerja dilakukan dengan metode Behaviorally Anchored Rating Scale (BARS). Hasil penyebaran kuesioner pemilihan kriteria menunjukkan, seluruh jabatan memiliki subkriteria job knowledge, quality of work, dan flexibility. Jabatan koordinator proses dan mandor memiliki tambahan subkriteria analytical thinking, information seeking, teamwork, directiveness, team leadership, self confidence, dan organizational commitment. Mekanik memiliki tambahan subkriteria problem solving, initiative, information seeking, dan communication. Sedangkan subkriteria tambahan untuk operator adalah conceptual thinking, initiative, communication, dan organizational commitment. Hasil penilaian kinerja dengan BARS menunjukkan terdapat 13 karyawan dengan predikat poor, 69 karyawan dengan predikat exceed expectation, serta 11 karyawan dengan predikat outstanding. Hasil penilaian ini juga menunjukkan adanya perbedaan dengan hasil penilaian sebelumnya.
English Abstract
Pabrik Gula Kebon Agung is a company located in Malang which is engaged in sugar production. The company has in total of 716 employees who carry out the business operation. The manufacturing department is the department that is directly responsible for sugar production. Employees in the company are divided into two types, permanent and temporary employees. Permanent employees are the ones whose employment duration has no time limit, while temporary employees are those who has limited employment duration. Temporary employees are subdivided into seasonal employees who are responsible for raw materials, campaign employees who work only during the production period, and casual daily employees whose work contracts are per day. In determining wage increases, company uses the performance appraisal concept. This assessment consists of eight criteria and is used to assess only lower-level employees. In the manufacturing department itself, lower-level employees consists of process coordinators, foremen, mechanics, and operators. The performance appraisal that is currently implemented is not optimal because there is a contradictive situation between the actual productivity and the result of previous performance appraisal in the manufacturing department. Also, there is no clear parameter of the performance itself and it is resulting in ambiguous score. Pabrik Gula Kebon Agung doesn’t have written job descriptions and job specifications of the process coordinator, foreman, mechanic, and operator. Under these conditions, a job analysis is conducted to find out the job descriptions and specifications of the process coordinator, foreman, mechanic, and operator. The results are then developed to determine the critical incidents that will be used as a reference in formulating performance evaluation criteria. Dessler, Behavior and Spencer's competencies are the literatures that are used to determine the sub-criteria assessment by grouping them into criteria in Spencer's competency dictionary consisting of cognitive, achievement and action, leading, helping and human service managerial, and personal effectiveness. This grouping is conducted to facilitate the weighing process by using the Analytical Hierarchy Process (AHP) and then the performance assessment is carried out using the Behaviorally Anchored Rating Scale (BARS) method. The results of criteria selection questionnaire demonstrate that four positions have three sub-criteria in common which are job knowledge, quality of work, and flexibility. The process coordinator and foreman have other sub-criteria which are analytical thinking, information seeking, teamwork, directiveness, team leadership, self-confidence, and organizational commitment. Mechanics also have other sub-criteria which are problem solving, initiative, information seeking, and communication sub-criteria. And last, subcriteria for operators are conceptual thinking, initiative, communication, and organizational commitment. The results of performance appraisal with BARS show that there are 13 employees with poor performance, 69 employees with exceed expectation performance, and 11 employees with outstanding performance. The results of this assessment indicate a different result from the previous assessment and could be considered by Pabrik Gula Kebon Agung for the next assessment.
Other obstract
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| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | 0520070161 |
| Uncontrolled Keywords: | Karyawan Pabrikasi, Job Analysis, Penilaian Kinerja, Analytical Hierarchy Process, Behaviorally Anchored Rating Scale , Manufacturing Employees, Job Analysis, Performance Appraisal, Analytical Hierarchy Process, Behaviorally Anchored Rating Scale |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) > 658.306 Job analysis |
| Divisions: | Fakultas Teknik > Teknik Industri |
| Depositing User: | Users 31 not found. |
| Date Deposited: | 27 Feb 2021 22:30 |
| Last Modified: | 16 Jan 2023 07:47 |
| URI: | http://repository.ub.ac.id/id/eprint/182770 |
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Text (DALAM MASA EMBARGO)
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